Sustainability Report 2017

Equal opportunity

Why this topic is important to us

We are an internationally-focused Group that provides what tend to be highly diversified services. We therefore depend on employees who bring a broad range of experience, qualifications and perspectives to their jobs and help us to successfully take advantage of the market opportunities that arise. Safeguarding equal opportunity and diversity is thus a cornerstone of our human resources policy.

The concept we pursue

Our standard is the German General Equal Treatment Act (Allgemeine Gleichbehandlungsgesetz). We have added the core statements of the legislation to our Bilfinger Code of Conduct, which is binding for all employees. In the Code, it says: “We at Bilfinger value cultural diversity. Discrimination has no place at our company. All employees enjoy the same opportunities in terms of hiring, promotion, remuneration and ongoing development, irrespective of their ethnicity, gender, sexual orientation, ideology, disability or age.”

Violations of the principles and content of our Bilfinger Code of Conduct will be punished. All employees are instructed to report violations that they become aware of or that they suspect. In this regard, the employee can also report to their supervisor, the human resources department, the compliance department, a trusted person or a confidential whistleblower system (see section on Compliance).

How we want to achieve our goals

The focus of our activities in the area of “Equal opportunity” is on equality among male and female employees. At the end of the reporting period, the share of women in the overall workforce worldwide was 9.9 percent (previous year: 10.2 percent). The share of women in management levels 1-3 is 9.1 percent.

Table
Employees by gender

 

 

2017

 

2016

 

 

Male

 

Female

 

Total

 

Male

 

Female

 

Total

Engineering & Technologies

 

6,940

 

1,407

 

8,347

 

7,448

 

1,529

 

8,977

Maintenance, Modifications & Operations

 

22,607

 

1,646

 

24,253

 

21,683

 

1,586

 

23,269

Other Operations

 

2,229

 

292

 

2,521

 

3,702

 

438

 

4,140

Headquarters, other

 

339

 

184

 

523

 

359

 

201

 

560

Total

 

32,115

 

3,529

 

35,644

 

33,192

 

3,754

 

36,946

Chart
Employees by gender
Employees by gender (pie chart (switch))
Women in management positions (Group)

 

 

2017

 

 

Female

 

Male

 

Total

 

Share in %

Management level 1

 

1

 

27

 

28

 

3.6%

Management level 1a

 

0

 

2

 

2

 

0.0%

Management level 2

 

10

 

117

 

127

 

7.9%

Management level 3

 

44

 

401

 

445

 

9.9%

Group

 

55

 

547

 

602

 

9.1%

Women in management positions (Germany)

 

 

2017

 

 

Female

 

Male

 

Total

 

Share in %

Management level 1

 

1

 

20

 

21

 

4.8%

Management level 1a

 

0

 

2

 

2

 

0.0%

Management level 2

 

4

 

54

 

58

 

6.9%

Management level 3

 

16

 

162

 

178

 

9.0%

Germany

 

21

 

238

 

259

 

8.1%

Our objective is to increase the share of women in leadership roles by 2020 to achieve a ratio, Group-wide, of 15 percent.

Our measures for the promotion of female employees include, in particular, cross-mentoring programs at various locations. Female employees who seek a management role are supported by experienced managers (mentors) and accompanied on their path toward a management function. These cross-company mentoring programs are cooperations with companies in the respective region that have the goal of fostering the development of female employees into management personalities.

We also offer flexible working times and home office opportunities, insofar as this is operationally feasible. A parent-child room at the location in Mannheim helps mainly employees with children to ensure that they are looked after in an emergency.

Law on the equal participation of women and men in management positions in the private sector and in the civil service.

In relation to the Law on the equal participation of women and men in management positions in the private sector and in the civil service which took effect in Germany in May 2015, we achieved the targets set until June 30, 2017 as follows and for the period until December 31, 2017 defined the following new targets. In addition, the legally required minimum share of women and men in the Supervisory Board was achieved as follows.

Target achievement as of June 30, 2017:

For new appointments to the Supervisory Board in 2016, with regard to the fixed gender quota of 30 percent that is to be met, the Supervisory Board followed the goal of filling the quota equally. On June 30, 2015, the decisive date for the definition of the target, this share was eight percent. Following the regular new election of the shareholder representatives during the Annual General Meeting on May 11, 2016 and the simultaneously newly-appointed seats held by employee representatives, six of the twelve Supervisory Board members are female, the share of women is thus at 50 percent. The goal of at least 30 percent is thus exceeded by far.

As a target for the share of women in the Executive Board, the Supervisory Board agreed that as of June 30, 2017 there will continue to be no female members. If a vacancy should become available by then, the Supervisory Board would attempt to find an appropriately qualified woman who would be suitable for joining the Executive Board. In the reference period, there were no female members of the Executive Board.

Management level 1 includes employees who belong to management level 1 and management level1a in accordance with the internal company definition. The Executive Board decided to reach a target of an eight percent share of women in management level 1 of Bilfinger SE by June 30, 2017. On June 30, 2015, the date for the definition of the target, this share was 4 percent. The target as of June 30, 2017 in management level 1 was not fully met. As a result of restructuring at headquarters, particularly in the upper levels of management, in level 1 an increase from four percent to six percent was achieved and the target of eight percent was nearly achieved.

Management level 2 includes employees who belong to management level 2, in accordance with the internal company definition. The Executive Board decided to reach a target for Bilfinger SE of a ten percent share of women in management level 2 below the Executive Board by June 30, 2017. On June 30, 2015, the date for the definition of the target, this share was six percent. At level 2, the goal of ten percent, with a share of women of 23 percent as of June 30, 2017 was clearly exceeded.

New targets for December 31, 2020:

At the end of the reference period on June 30, 2017, with regard to the Law on the equal participation of women and men in management positions in the private sector and in the civil service. we set new goals for the future. For Bilfinger SE, the following targets should be achieved by December 31, 2020:

For the Supervisory Board, a minimum requirement as of December 31, 2020 remains the statutory gender quota of 30 percent share of women and men.

With regard to the share of women in the Executive Board, the target of zero percent remains unchanged. If a vacancy should become available by December 31, 2020, the Supervisory Board will attempt to find an appropriately qualified woman who would be suitable for joining the Executive Board.

With regard to management level 1, the Executive Board decided to achieve a target of a 10 percent share of women in Bilfinger SE by December 31, 2020. On June 30, 2017 the share was at six percent. For management level 2 at Bilfinger SE, the Executive Board determined to achieve a target of a 23 percent share of women by December 31, 2020 and thus to maintain the level reached on June 30, 2017.

How we counter risks

A low level of diversity leads to the limited use of differing experiences and competences. Deficits in the safeguarding of equal opportunity also lead to the violation of legal requirements and have a negative impact on our reputation. We counter these risks with our Group-wide binding Code of Conduct and the measures described above.